We are seeking an experienced and strategic HR Business Partner & Talent Management Manager to align our human capital strategies with overarching business objectives. In this dual-impact role, you will act as a trusted advisor to business leaders while driving end-to-end talent management initiatives—ranging from strategic talent acquisition and performance management to employee retention, engagement, and leadership development.
You will bridge the gap between business operations and HR, leading a high-performing HR and recruitment team to foster an organizational culture that attracts, develops, and retains top-tier talent.
Key Responsibilities
Strategic HR Business Partnership
- Partner directly with department heads and executive leadership to align people strategies with business goals and operational growth.
- Consult on workforce planning, organizational design, talent reviews, and succession planning.
- Act as a primary advisor and escalation point for complex employee relations issues, policy interpretations, and conflict resolution.
Talent Acquisition & Employer Branding
- Oversee full-lifecycle recruitment strategies for both high-volume hiring and specialized technical/executive roles.
- Develop proactive talent pipelines to support current client commitments and internal strategic expansion.
- Champion the organization’s employer brand across external platforms, universities, and recruitment channels to secure top industry talent.
Talent Management, Retention & Development
- Design and implement performance management frameworks, including goal-setting, mid-year check-ins, and annual performance reviews.
- Lead employee engagement initiatives, mapping stay/exit survey data to actionable retention strategies.
- Identify capability gaps and collaborate with leadership to implement targeted learning, upskilling, and career progression frameworks.
Process Optimization, HR Ops & Compliance
- Evaluate and optimize HR Tech systems (ATS, HRIS, performance tracking tools, and AI automation platforms).
- Track and report on critical HR & Talent metrics (e.g., turnover rates, eNPS, time-to-fill, talent mobility, and training ROI) to executive leadership.
- Ensure all HR practices, talent initiatives, and labor policies comply with local labor laws, data privacy, and DEI (Diversity, Equity, and Inclusion) standards.
Qualifications & Requirements
- Experience: 5+ years of progressive experience in HR, with at least 2–3 years in a managerial role operating as an HR Business Partner or Talent Management Manager.
- Core Expertise: Demonstrated success in integrating talent acquisition with broader HR disciplines (performance management, organizational development, employee relations, and succession planning).
- Leadership: Strong track record of coaching team members, leading HR personnel, and driving high-performance team dynamics.
- Technical Proficiency: Deep working knowledge of HRIS and ATS platforms, performance management tools, and modern talent analytics solutions.
- Stakeholder Management: Exceptional interpersonal, negotiation, and executive communication skills with the ability to influence cross-functional leaders.
- Analytical Skills: Data-driven mindset with proven capability to convert workforce analytics into practical strategic decisions.
